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2007 Joint Forum on Health, Productivity & Absence Management
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Marriot Wardman Park Washington DC presented by: National Business Group on Health & The Integrated Benefits Institute
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9:00 am to 10:15 am
10:45 am to 12:00 pm
Pre-Conference Workshop
EMPAQ® 2007 Program Review
EMPAQ® User Group Discussion
The first part of the workshop provides attendees with a complete review of the EMPAQ® program in 2007, including a summary report analyzing the 2006 EMPAQ® data collection year presented by the University of Michigan's Health Management Research Center (UM-HMRC).
Remaining workshop time is devoted to a discussion involving current year participants who submitted EMPAQ® certified data. Users will: share program results, provide education on program and industry sector experiences, and offer feedback on process/output improvement for the 2008 EMPAQ® delivery model.
EMPAQ® and UM-HMRC Project Team Members will lead and facilitate this workshop.
12:00 pm to 12:30 pm
Certification Disability Management Specialists Commission
(Sponsored by CDMSC)
The Art and Science of the EMPAQ® Employee Satisfaction Survey
This panel provides practical applications for use of the EMPAQ® survey to evaluate and improve disability management processes. From scoring and interpreting results, to customizing the survey and cover letter, attendees will walk away with the tools needed to implement this critical component into their programs.
Including:
1:00 pm to 2:15 pm
Pre-Conference Workshop: Session A-1
(Sponsored by Integrated Therapeutics Institute)
Profiling of Severely Ill Employee Populations to Promote Employee Productivity and Reduce Costs through Improved Specialty Medications Benefits Design
Our research suggests that severely and/or chronically ill employees are younger than most employers might expect, with many continuing to work. Employers can maintain a productive workforce by providing access to appropriate healthcare, including specialty drugs and bio-derived medications. Employers may avoid unnecessary costs from hospitalization and disability by profiling these employees to better understand them and to build more effective benefits designs. Value-based benefits design can reduce negative outcomes due to medication non-compliance that may be an unintended consequence of a high out-of-pocket cost burden for these employees. This program addresses these issues and recommends alternatives.
Pre-Conference Workshop: Session A-2
(Sponsored by Ingenix)
Data-driven Health and Productivity Improvement Through Innovative Integrated Benefit Strategies Grounded in Consumerism
Learn how Delta and UPRR have improved health through consumerism and developed a roadmap to drive results centered on optimizing their benefit programs to improve health and workforce productivity. Delta and UPRR will share how they used data to shape their health improvement strategies and to measure the impact of their programs to provide actual health-related productivity results, as well as "lessons learned" as they worked collaboratively with their vendor to implement voluntary consumer support programs.
Pre-Conference Workshop: Session A-3
(Sponsored by MetLife)
The Eight Benefits Conversations: Recalibrating Health and Welfare
The survival of a benefits role for employers requires realigning benefits strategies with business realities. Finite resources force employers to consider disassembling their legacy benefits structures and building new configurations:
1. The business equation of getting more from benefits with less
2. The new benefits ROI in the era of retention
3. Leveraging non-medical benefits to jump start benefits funding
4. Employee benefits choice in an iTunes world
5. Seeing the value of risk protection
6. Personal responsibility and accountability for health and wealth
7. Employee satisfaction is the new business driver
8. Benefits strategies for your human capital demographics
2:30 pm to 3:45 pm
Pre-Conference Workshop: Session B-1
(Sponsored by Partnership to End Cervical Cancer)
Cervical Cancer: The New Frontier in Prevention-Economic Value and Future Role of Routine Immunization
A panel of experts provides perspective on the risk factors, cause, incidence and related economic and social/productivity costs of treating cervical cancer in the workforce. Discussions include a recent analysis identifying gaps in current health coverage for women aged 19-26. Elements of the analysis report on the benefits of offering first-dollar coverage for screening and vaccination through MCOs and employer-based insurance as part of routine preventive care.
Pre-Conference Workshop: Session B-2
(Sponsored by Weight Watchers International)
Managing Weight in the Workplace
Employees spend most waking hours at work, providing an ideal workplace opportunity for reducing obesity's impact on productivity. Weight Watchers International presents a cardiologist's view of the power of at-work weight-management programs to improve employees' health and productivity while lowering healthcare costs for such obesity-related conditions as diabetes, heart disease, and hypertension. Hear first hand from an employer using science-based resources and educational tools that help employees become better stewards of their own health and offers nutritional education and weight management for office-based and field-based employees. Attendees receive a copy of Weight Loss That Lasts: The Science of Sustainable Weight Loss.
Pre-Conference Workshop: Session B-3
(Sponsored by The Standard)
Building a Return-to-Work Program
Last year's session, Building a RTW Culture, explored the human and business benefits of an employer-based RTW program. This year, facilitators lead you through the specific steps in putting a RTW program in place. Pick up real-world knowledge based on the development of more than 20 RTW programs. Walk through the three phases of program creation: assessment, design and implementation. Hear RTW-specific strategies and tips. Employers of diverse industries considering creating a RTW program or seeking to improve their existing program will benefit most.
Presidents' Welcome
Helen Darling and Thomas Parry PhD
4:15 pm to 5:00 pm
Welcome Address
Dr. Johnson welcomes Joint Forum attendees by highlighting the importance of our program theme, "A Culture of Health and Productivity: Next Generation Strategies for Integration." He relates the theme to actual program initiatives successfully implemented at ExxonMobil. Dr. Johnson also outlines the challenges ExxonMobil has navigated in a process involving many ExxonMobil functional areas working together to manage health and productivity programs - and their related costs. To set the stage for the rest of the program, Dr. Johnson previews the innovative solutions and ideas to be offered throughout the conference.
5:00 pm to 6:00 pm
Integrated Benefits Institute Plenary Session #1
IBI Research Report
IBI Response Panel
Using Incentives to Promote Healthy Behavior and Workforce Productivity
Costly chronic health conditions like diabetes, hypertension, and depression have one major thing in common: a behavior change can dramatically improve health status. All employees, however, could eat better, exercise more often, follow treatment advice, take their medicines as prescribed and see a doctor when needed. IBI's study, Incentives for Healthy Behavior and Workforce Productivity, reveals incentives used to engage employees in healthy, productive behavior. You will learn from the research and panel:
Response Panel:
William Lockhart; Manager, Health & Welfare, ABB
Pam Shannon; Vice President of Corporate Health, TriHealth
Cheryl Agranovich; President, WellCorp - a Nationwide Better Health company
8:30 am to 9:30 am
A CFO's Enterprise-wide View of Health, Productivity and Corporate Culture
MGM MIRAGE, one of the world's leading and most respected hotel and gaming companies, owns and operates 19 properties in Nevada, Mississippi and Michigan. Their service culture depends on the health, productivity and wellness of their 67,000 employee workforce. Examples of their innovative "Healthy Living" program are embedded throughout the corporate culture at MGM MIRAGE -- from healthy options found in the employee dining rooms, to personalized health and wellness information from certified health professionals, to worksite activities such as the fitness challenges and the "10K Steps" walking program.
As CFO, Mr. Nordling has insight into an enterprise-wide view of MGM MIRAGE's health-related productivity management opportunities. This senior executive experience will prove invaluable to benefits, risk and HR managers that must communicate their human capital management issues, solutions and strategies to the C-Suite.
Attendees will learn:
10:00 am to 11:00 am
National Business Group on Health - Plenary Session #2 Part 1/Part 2
Health Management as a Serious Business Strategy
The University of Michigan Health Management Research Center (UM-HMRC), with its Corporate Consortium members, concentrate their joint efforts on the integrated study and application of the total value of health and population health management. The escalation of health risks and disease result independently in lower productivity and increased utilization of the health care system. These trends are unsustainable in America.
This presentation:
11:10 am to 12:10 pm
Plenary Session #3
(Sponsored by Free & Clear)
Why you want a LOT of QUITTERS on your team
Employers across the U.S. are taking unprecedented steps to encourage nicotine-addicted employees to stop using tobacco. Employers implement tobacco-cessation programs to help employees enjoy better and longer lives, have more vitality, and reduce long-term healthcare expenses. This session explores how employers can identify and promote internally the need for an engaging and effective tobacco-cessation program and shows how a dramatically successful program can effect a cultural change. This session provides quantified results from Quest Diagnostics including ROI data and improvements in risk assessment scores, enrollment and quit rates.
1:30 pm to 2:30 pm - Breakout Session #1
I-A. Reducing Recurring Disability Claims through Targeted Care Management
This presentation applies proven disease and productivity management techniques to the unique needs of the return-to-work population. Using actual disability data and clinical outcomes from individuals with behavioral health and back/neck claims, the presenters share strategies, implementation details and metrics from the GE experience. Decision makers searching for new solutions to disability care and cost management learn from this case study and better understand how to make the business case for targeted care management within their organizations.
I-B. How to Make the Business Case to the C-Suite for Health and Productivity Enhancement
This workshop provides a dynamic discussion and presentation of how refined, data-driven techniques of outcomes reports, as well as the IBI/Kessler Health & Productivity Snapshot, were used successfully to present a broader value proposition including an "Earnings-Per-Share" business case to the C-Suite of MGM MIRAGE for investing in a bold population health and productivity enhancement strategy. The presenters share their winning strategy and insights into how to effectively build a business case and communicate with the C-Suite.
I-C. On-site Health Clinics - the Next Generation in Employee Health and Productivity Management
Part 1/ Part2/ Part 3
On-site health clinics are experiencing a resurgence in corporations throughout the U.S. What is different about this new generation of on-site health clinics? The focus is on integrated delivery of prevention, wellness, primary care and health maintenance as part of the corporation's overall health care and productivity strategy. Another key difference is the emphasis on measurable results showing the benefit to the company in terms of improved employee health status and improved productivity. Learn how companies have analyzed the business case for building or expanding these clinics and the results metrics.
I-D. The Impact of Absence Reduction on Controlling Health Care Costs
Although employers have recognized the importance of managing employee absenteeism as well as healthcare costs, different approaches have been taken to address each of these financial concerns. LCG and a Fortune 50 employer's case study show the impact of absence reduction on decreasing healthcare costs. The data demonstrate how a systematic methodology for reducing absence incidence successfully reduced lost days due to medically related absence while significantly impacting healthcare costs. These results help employers understand additional ways to improve productivity through effective absence reduction, while simultaneously managing the healthcare expenditures for active employees.
2:45 pm to 3:45 pm - Breakout Session #2
II-A. Forecasting Return on Investment (ROI) for Improving Employee Health and Productivity
The "Health and Productivity Management (HPM) Return-on-Investment Tool" was designed to assist employers in their HPM planning and evaluation efforts, by providing evidence-based ROI projections. After entering information on employees' behavioral health risks, demographics, the amount the employer expects to invest in HPM programs, and the expected degree of risk reduction as a result of successful program efforts, the ROI tool predicts the financial return on their investment in employer-sponsored HPM initiatives. This session provides an overview of the HPM ROI Tool, including its development and application to an employer actively utilizing the Tool to evaluate HPM efforts.
II-B. Minimizing Lost Productivity through Benefits Assessment and Economic Modeling
Using data for actionable health and benefits planning that links health and productivity outcomes has increased in importance among U.S. employers. This study demonstrates the acquisition and use of data along with the validation of an employer-focused economic burden model for chronic disease, using COPD as the example. The presentation includes the employer perspective on results and lessons for effective benefit planning. The panel explores these employer issues and implications with the audience.
II-C. Proven Strategies for Behavioral Health Absence Management
Two self-insured companies recognized that behavioral health (BH) was a major cost driver for lost absence and productivity. Through strategic planning that encompassed policy language and benefit revision, staff skill development, and utilization of clinical resources, these two companies saw decreased duration and improved RTW. Each employer discusses the strategic steps they took towards better BH absence management. Complementing the employer panel is a licensed psychologist who addresses clinical review and management of BH disability, with focus on appropriate treatment, and mitigating iatrogenic and non-medical influences on a psych claim.
II-D. Disability, Absence, and Health Integration: What Are Employers Actually Doing Right Now?
Prudential presents a major new survey of a range of employers concerning the actual implementation of integrated health care, disability, and absence management programs and services, including the results obtained, ROI measurements made, levels of satisfaction with program performance, and plans for future integration. Employers comment on the survey and compare the reported outputs with activities in their own organizations and in their industries.
4:15 pm to 5:15 pm
Plenary Session #4
(Sponsored by Aetna)
Improving Health and Productivity through Benefits Integration versus Siloed Programs
A panel of Aetna medical directors is joined by an independent researcher and an Aetna client to discuss research and programs supporting the value of integrating health care with disability coverage, disease management, behavioral health and wellness programs. Benjamin Moore & Co. discusses how the clinical and system operations of Aetna's medical, disability, behavioral health and wellness products work together to provide integrated health, wellness and absence management services tailored to specific medical conditions. The panel also discusses the impact of integration on overall health, functionality and productivity over a traditional model.
8:30 am to 9:30 am
Plenary Session #5
(Sponsored by CIGNA)
Impacting Productivity with Integrated Programs Part 1/Part 2
It's clear that employers want to do a better job of managing health and productivity. Health-related lost productivity directly impacts the bottom line, and progressive companies are realizing success in connecting disability and health programs for overall improvements. This session reviews the results of recent research and employer case studies to demonstrate the connection between health risk, disability and lost productivity and the value of integrating both data and clinical programs for enhanced health management in the workplace.
10:00 am to 11:00 am
Plenary Session #6
(Sponsored by Pfizer)
Smoking Cessation: The Lowest of the Low-Hanging Fruit
Participants learn why a comprehensive smoking cessation benefit is one of the most cost effective health benefits an employer can provide, while also reducing absence and improving worker productivity. Compelling data on the health and productivity benefits of smoking cessation comes from the 2007 National Business Group on Health's Employer Smoking Cessation Survey and from a nationally known researcher and leading health expert. The presentation stresses bottom-line benefits from helping people quit smoking. Lastly, we share the what, when, where, why and how of one large employer's experience and commitment to a tobacco-free workplace.
11:15 am to 12:15 pm Breakout Session #3
BD's corporate objective is to help all people lead healthy lives. This applies equally to their employees. Through its "Healthy Lives" campaign, BD (formerly Becton Dickinson) has integrated its disease and absence management programs, creating an environment where all stakeholders work together to identify and engage employee needs, spot and manage trends, and reduce costs. This results-based presentation of Healthy Lives shows how:
III-B. Total Employee Health - Presenting and Dissecting Research Results
Kaiser Permanente's demonstration project reveals the bottom-line significance of providing all health care for employees of KP and others in a fully-integrated (occupational and non-occupational) medical delivery model. The panel reveals results to date and points to the future. The project quantifies employers' healthcare spend for workers' comp health care, non-occupational benefit health care, WC disability, short-term disability, long-term disability and wellness. The panel suggests management controls and incentives necessary for desired results from such an approach.
III-C. Impact of Health Risk Behaviors, Stress and Work/Life Imbalance on Overall Productivity Loss
The research measures the impact on total productivity loss of at-risk health behaviors, stress and work-life imbalances as collected through an on-line health risk assessment. The research describes the effects on presenteeism, absence and total productivity loss of concomitant multiple risk factors, chronic conditions, stress and work-life imbalance. Economic correlates are calculated to translate the health and productivity considerations into a business model.
The University of Pittsburgh Medical Center produces groundbreaking and innovative research to address a multitude of health conditions both in clinical practice and in the management of its own workforce. This session shows how to produce easy-to-use integrated scorecards; benchmarked externally using IBI Benchmarking with EMPAQ® standardized metrics, to promote a workplace culture of health and productivity. Speakers also unveil a new model that integrates absenteeism, workers' compensation and short-term disability and predicts concurrent risk of selected health conditions on lost work time to identify opportunities to tailor their health interventions and benefit designs.
1:30 pm to 2:30 pm
Plenary Session #7
(Sponsored by OptumHealth)
The Missing Link to Greater Employee Heath and Productivity: Behavior Management
If you knew what your employees' undetected behavioral issues really cost in health care and lost productivity, your benefit plan design would look very different. Depressed and stressed employees drive up medical costs, have a high absence rate and are less productive. What's not so clear is who these employees are because most don't know they need help. Even when identified, at-risk employees often aren't engaged with appropriate and effective care. Learn how innovative employers are improving employee productivity and lowering medical costs through unconventional behavioral health outreach programs that integrate seamlessly into their unique multi-vendor health care management environments.
2:30 pm to 3:30 pm
Plenary Session #8
(Sponsored by Healthways)
New Trends in Health Promotion
This session focuses on best practices for health promotion programs that truly drive improved health and productivity. Based on key lessons learned from companies large and small, this panel discusses insights around designing effective incentives, achieving maximum participation, understanding prevention-friendly legislation, leveraging virtual and real communities, engaging through new media, applying effective telephonic coaching support and measuring program results.
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